Senior Director, People Technology & Analytics

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About Amplify Amplify helps teachers bring delight and rigor to students every day. We have become a leader in K-12 literacy, biliteracy, math, and science by building inspiring teaching and learning experiences based on research. The Amplify Classroom platform combines curriculum, assessment, and supplemental learning into one coherent high-quality instructional system. A pioneer in education since 2000, Amplify has developed deep relationships in states and districts by partnering with educators to drive implementation quality and improved outcomes. Today, Amplify serves more than 18 million students and teachers across all 50 states and on six continents. For more information, visit Amplify.com . Amplify's People team is looking for a Senior Leader to architect a seamless, scalable, and data-driven employee experience. This role leads the strategic execution of our People tech stack, process automation, and data storytelling. The ideal candidate excels at translating complex business and employee needs into product requirements to bridge the gap between People and our central Business Systems and Data teams. We're looking for a builder who ensures our People systems don't just "work," but actively drive business value and cultural alignment. Essential Responsibilities : You are excited about this opportunity because... You thrive in translating team and employee needs into best-in-class People technology strategy and requirements that can be built quickly and effectively by our Business Systems team You want to partner with leadership across People and Data teams to deliver high-impact workforce analytics and predictive insights that shape company direction. You enjoy eliminating workflow friction by automating manual processes, freeing up our People team members for high-touch strategic work. You are excited about architecting a digital ecosystem that removes friction and fuels organizational productivity. You move comfortably between the strategic frame (where should we invest? what tradeoffs are we making?) and the operational discipline required to make a roadmap real. We're excited about you because... You have a track record of optimizing People systems and driving a culture of continuous improvement and data orientation. You have a strong understanding of HR processes including recruiting, hiring and onboarding, performance/talent management, benefits, and payroll processing. You make sound recommendations about prioritization and tradeoffs when data and systems work compete for limited capacity. You lead the delivery of People metrics, ensuring data isn't just "reported," but used to tell a meaningful story of organizational impact. You have a strong record of cross-functional collaboration and change management, especially with technology, data, and finance counterparts. Required Qualifications: Experience: 8+ years in technology, operations, and/or analytics roles, plus at least 5 years in progressive leadership roles. Education: Bachelor's degree in Business, Information Systems, or a related field. Technology: Deep familiarity with Workday and the broader People systems strategy and landscape - sufficient to set direction, prioritize roadmap investments, and partner credibly with technical implementers. Analytics: Demonstrated ability to interpret People data, frame the questions that matter, and turn analyses into recommendations. Comfortable working in a modern BI environment (Looker, Tableau, etc) and partnering with data teams to scope analytics work. Process Orientation: Track record of designing and stewarding well-defined, consistent, and automatable People processes across recruiting, hiring and onboarding, performance/talent management, benefits, and payroll. Communication: Exceptional ability to translate back and forth between technical and non-technical teams; for example, from user needs into product or technical requirements and from complex technical data into clear, actionable narratives. Transformation Leader: Proven success leading large-scale digital transformations while maintaining a "human-first" approach to HR.

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